[Code of Federal Regulations]
[Title 41, Volume 1]
[Revised as of July 1, 2008]
From the U.S. Government Printing Office via GPO Access
[CITE: 41CFR60-250 App C]

[Page 196-197]

           TITLE 41--PUBLIC CONTRACTS AND PROPERTY MANAGEMENT

   CHAPTER 60--OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS, EQUAL
                         EMPLOYMENT OPPORTUNITY,
                           DEPARTMENT OF LABOR

PART 60-250_AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS OF

                       Subpart E_Ancillary Matters

Sec. Appendix C to Part 60-250--Review of Personnel Processes

    The following is a set of procedures which contractors may use to
meet the requirements of Sec. 60-250.44(b):
    1. The application or personnel form of each known applicant who is
a special disabled veteran, veteran of the Vietnam era, recently
separated veteran, or other protected veteran should be annotated to
identify each vacancy for which the applicant was considered, and the
form should be quickly retrievable for review by the Department of Labor
and the contractor's personnel officials for use in investigations and
internal compliance activities.
    2. The personnel or application records of each known special
disabled veteran, veteran of the Vietnam era, recently separated
veteran, or other protected veteran should include (i) the
identification of each promotion for which the covered veteran was
considered, and (ii) the identification of each training program for
which the covered veteran was considered.
    3. In each case where an employee or applicant who is a special
disabled veteran, veteran of the Vietnam era, recently separated
veteran, or other protected veteran is rejected for employment,
promotion, or training, the contractor should prepare a statement of the
reason as well as a description of the accommodations considered (for a
rejected special disabled veteran). The statement of the reason for
rejection (if the reason is medically related), and the description of
the accommodations considered, should be treated as confidential medical
records in accordance with Sec. 60-250.23(d). These materials should be
available to the applicant or employee concerned upon request.
    4. Where applicants or employees are selected for hire, promotion,
or training and the contractor undertakes any accommodation which makes
it possible for him or her to place a special disabled veteran on the

[[Page 197]]

job, the contractor should make a record containing a description of the
accommodation. The record should be treated as a confidential medical
record in accordance with Sec. 60-250.23(d).